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    6 Best Practices for Encouraging COVID Vaccination and Maintaining HR Compliance: Part 2

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    Employers across the US are wondering how to respond to President Biden’s new vaccine mandate while maintaining HR compliance as they create their return to work plan. While schools, healthcare offices, employers with over 100 employees, employers that are federal contractors, and some other employers will soon be required to mandate vaccination or administer weekly COVID testing from their workers, smaller organizations face a confusing choice. Requiring COVID vaccination among their employee policies may increase an employer’s legal exposure, as they must remain Americans with Disabilities Act (ADA) compliant. Developing a mandatory COVID vaccination policy could invite more potential lawsuits. Additionally, the Occupational Safety and Health Administration (OSHA) has deemed an adverse response to the vaccine a reportable workplace injury (if the employer requires vaccination). MP’s HR services experts suggest that one of the best HR solutions for pandemic workplace challenges is encouraging COVID vaccination. Read part two of this two-part series to:

    • Learn three strategies for encouraging COVID vaccination
    • Discover best practices for incentivizing COVID vaccination
    • Find out how to reduce legal exposure and ensure HR compliance
    • Uncover why privacy is imperative to encouraging COVID vaccination and reducing legal exposure

    Read the article.

    6 Best Practices for Encouraging COVID Vaccination and Maintaining HR Legal Compliance: Part 1

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    Employers across the US are wondering how to respond to President Biden’s new vaccine mandate while maintaining HR compliance as they create their return to work plan. While schools, healthcare offices, employers with over 100 employees, employers that are federal contractors, and some other employers will soon be required to mandate vaccination or administer weekly COVID testing from their workers, smaller organizations face a confusing choice. Requiring COVID vaccination among their employee policies may increase an employer’s legal risk, as they must remain Americans with Disabilities Act (ADA) compliant. Developing a mandatory COVID vaccination policy could invite more potential lawsuits. Additionally, the Occupational Safety and Health Administration (OSHA) has deemed an adverse response to the vaccine a reportable workplace injury (if the employer requires vaccination). MP’s HR services experts suggest that one of the best HR solutions for pandemic workplace challenges is encouraging COVID vaccination. Read part one of this two-part series to:

    • Learn three strategies for encouraging COVID vaccination
    • Uncover best practices to communicate with employees about COVID vaccination
    • Find out how to reduce legal exposure and ensure HR compliance
    • Discover how employers can earn tax credits for giving employees time off to get vaccinated

    Read the article.

    Part 2: MA PFML Regulatory Updates, and Preparation Tips

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    Massachusetts employers may start getting Paid Family & Medical Leave (PFML) requests from their employees starting January 1, 2021. Are your managers and employee handbook ready? Outside of Massachusetts, nine states have PFML laws and 25 have bills that are beings considered. These HR updates are likely to be important for HR professionals no matter where they’re located. This two-part series will cover the basics on PFML, its latest revisions, and next steps to prepare for it.  Read the article to:
    Find out PFML basics, including PFML contributions, PFML notification requirements, and leave requests.

    Learn when employees can begin making requests, the application process, and employers’ legal obligations.
    Determine how to stay in compliance with PFML regulations and what steps employers should take to prepare now.  
    Read the article.

    Part 1: MA PFML Regulatory Updates and Preparation Tips

    by

    Massachusetts employers may start getting Paid Family & Medical Leave (PFML) requests from their employees starting January 1, 2021. Are your managers and employee handbook ready? Outside of Massachusetts, nine states have PFML laws and 25 have bills that are beings considered. These HR updates are likely to be important for HR professionals no matter where they’re located. This two-part series will cover the basics on PFML, its latest revisions, and next steps to prepare for it.  Read the article to:
    Find out PFML basics, including PFML contributions, PFML notification requirements, and leave requests.

    Learn when employees can begin making requests, the application process, and employers’ legal obligations.
    Determine how to stay in compliance with PFML regulations and what steps employers should take to prepare now.  
    Read the article.

    Minimum Wage Laws Alert: Pennsylvania’s Minimum Wage Act is Groundbreaking

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    If you’re a Pennsylvania business, are you in compliance with the latest HR updates for minimum wage laws? Even if you’re not located in PA, you’ll still want to know about Pennsylvania’s Minimum Wage Act, as it may herald big wage and hour legislation changes that other states could choose to mimic. Read the article to:
    Learn how the law expands overtime to a wider base of workers.
    Find out how duties tests have been made more stringent for administrative, professional, and executive workers.
    Determine if your business needs to make changes to job descriptions or compensation to stay in compliance.
    Read the article.